Remember the scene from the series “Suits”, or simply Suits, in which Rachel was suspended from work, suspected of revealing the secrets of the Pearson & Hardman company? The accusation was unfair, and the heroine Meghan Markle, who, by the way, was one of the best employees of the company, was offended and decided to quit, having successfully passed an interview with competitors.

Luckily, the true traitor was revealed, and we were once again able to dive into the office romance (or is it?) between Rachel and Mike. But! It’s hard to imagine that there would be such a happy ending in real life. And competitors usually don’t hire people, especially lawyers, whose name is somehow tarnished, and it’s not easy to return to work without people pointing fingers at you. Or is it still possible if you try hard enough? How to avoid the pitfalls when leaving a job, move to a new one with a clear conscience, not become the object of dissatisfaction from your superiors and not be preemptively fired under the article, “being at lunch” with the heroes of the movie “Up in the Air”?

Do you want to quit your job? Two weeks before hour X, we write a statement to terminate the employment contract. We approach our leader and announce the news. The leader is an adequate and understanding person. He, of course, smiles sadly, but in any case supports you. All that remains is to work 14 days and you are free! Forward to new horizons!

More like a fairy tale than reality, right? After all, in life everything is not so simple. And no matter how we quit - trying to do everything tactfully or leaving in English, smiling regretfully or referring to the laws, it is not easy to avoid conflict or severe stress. So, all the pros and cons have been weighed, you are determined to leave - what to do next?

We take into account corporate culture

Step one is to take into account the company’s corporate culture regarding dismissal rituals. It is necessary to find out all the public and unspoken rules that are accepted in the company. In some places it is formally necessary to give notice two weeks in advance, while in others managers are asked to notify about their intention to leave the company a month or even two months in advance. For example, when you are completing a complex and lengthy project. Firstly, the company must have time to find a replacement, and secondly, you must have time to train a new person and transfer all matters. Consider all these factors and prepare the ground.

When do we notify about leaving?

Here are two short stories that show how important it is to analyze company rules and regulations and consider the professional character of the boss himself.

Story one. Nadezhda worked as a sales manager. She was offered a new job, but she could start it in two months. As an honest worker, she immediately warned her manager that she had been working for the past two months. And then it began... “Not for service, but for friendship, help with this project”, “Today you must definitely stay after work”, “There is no one else to replace me, so I will ask you, Nadya, to marry Irina on the weekend”, “Oleg got sick, we need to take his clients”... And it was impossible to refuse, because the manager began to gently hint at dismissal already under the article...

The second story. Olga worked in a large company in the prestigious position of project manager. A friend told me about a new vacancy in a foreign company, where a salary was offered three times higher for a similar position. Olga passed the interview and was hired. Arriving at work the next day, she wrote a statement and said that, according to the law, she had been working for two weeks. The manager was furious: “What two weeks? We have a serious project! Deadlines are running out! Who will finish it? Where can I find a manager in two weeks?” But none of the manager’s arguments had any effect on Olga. What a surprise (to put it mildly) Olga was when the next day they called her from her new place of work and refused (the offer was not signed). It turned out that the manager called this company and complained about the unlucky employee. Well, a Western company, of course, does not need a project manager who abandons his projects so easily.

These two simple but absolutely real stories show that the moment of informing about leaving depends on the corporate culture of the company or the specifics of the activity in which you work.

We are carefully looking for a new place

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It's great if you already know where you're going to work next. Well, for example, you were “sheadhunted” and offered a more promising place. But what to do if there are no offers? Most of us start looking for a new job by posting our resumes on specialized websites. And here there are two options, again based on accepted norms and corporate culture. First: you immediately warn the manager and calmly post your resume. Second: you notify your boss when you have already found a new job. The second case is dangerous, because if the manager discovers your profile before you told him about it, or he hears rumors, conflict or resentment cannot be avoided. Just remember that on most sites, when filling out a resume, you can block certain companies from viewing your profile. But keep in mind that now competent HR services of companies create several accounts. And if you have set a ban on viewing “Your Company”, do not be surprised that the profile can be seen by “Your Company-2” in the person of your manager or HR director.

Should I tell my colleagues about leaving?

It all depends on the relationships in the team. If you have close and trusting relationships in your team, then, of course, it’s worth saying. But in practice, especially in women's groups, this never becomes a secret, and rumors instantly reach the manager. The outcome is clear. Therefore, if you are not 100% confident in your colleagues, tell them the news and immediately go to the manager. Better yet, first the manager, and then the colleagues. After all, situations when the manager learns the news not from you cloud the dismissal process with unnecessary claims, grievances and even procedural obstacles.

We speak with the manager

It is clear that any manager, upon learning that he will lose a valuable employee, will be upset and not very happy. Therefore, you need to immediately tune in to a “difficult” conversation. At the same time, it is important to speak not in an apologetic intonation, but to be confident and constructive. There is no need to hysterically throw your application on the table; you should explain the reasons for leaving and promise that you will have time to complete all urgent projects and transfer all matters. There is a high probability that the manager, seeing you as an invaluable employee, will offer conditions that you simply cannot refuse. True, this will only work once.

Compliment and gratitude

During a conversation with your boss, you should not name all the true reasons for your leaving (no destructive criticism, no complaints, no belittling comparisons with your new place of work). The main thing is to be grateful. Say that you have gained invaluable work experience, learned a lot, but circumstances have developed in such a way that you need to move on or change something in your life. Say that you have the warmest impressions from the company, department and manager, which you will continue to share in your new place of work. Promise to work for the company's image in the future. Gratitude and unforced, sincere compliments reduce the degree of conflict and tension in the conversation.

Let's finish important things

Finishing all the things we started is a prerequisite if we want to part on good terms and on good terms. Notify about your departure not only to colleagues from your department, but also to company employees with whom you are in one way or another in contact on work issues - they should also be aware and prepared for the change in work. Inform your clients and partners, leave your contacts. It is not a fact that people will contact you after your dismissal, but the impression of you as a businesslike and reliable person will already be formed for life.

We pass on our work

Be sure to discuss your replacement with your boss. Who will replace you? Is it necessary to train a newbie? Show your willingness to allocate the necessary amount of time to transfer all matters and teach all the nuances. It is good form to suggest a candidate who is suitable and truly worthy, from your point of view.

We are organizing Sabantuy

On the last day - cake, sandwiches, sweets, wine. It is important that your colleagues associate the very last day of your work with something positive, pleasant, and wonderful (and what could be better than a small feast?). You can give small souvenirs. During the buffet, sincerely and unpretentiously thank your colleagues for their joint work. Say that you are very sorry to part with such a team. The ideal option is if you give targeted, personal compliments to each of the employees. Pay attention not only to “top” positions, but also to “ordinary” people in the company - secretaries, assistants, drivers. Often, it is in their opinion that the general impression of the employee is formed.

Making the decision to quit is often easier than communicating it. An employee who is planning to quit cannot muster up the courage to inform his boss about his intention, and the boss who has to lay off several dozen or even one person is tormented for a long time by doubts as to whether he is acting fairly.

What's the best way to announce your resignation?

Getting fired is always a rather touchy topic of conversation. Each of the parties wants to part on good terms, to avoid insults and mutual claims, but, unfortunately, this is not always possible and not everyone succeeds. That is why it is worth trying to prepare the ground for a conversation about dismissal in advance, and also try to think through the very outline of this not very pleasant conversation.

The conversation about dismissal can be looked at from two sides:

• when a subordinate informs the manager about leaving;
• when a manager informs a subordinate that the latter will have to leave the company.

The reasons for both cases may be different; what remains common is the need to somehow convey information to the opposite side. We will not consider here the case of tacit written notification and setting before the fact, but will assume that both the employee and his management act with the desire to maintain friendly relations even after separation.

Regardless of who initiates the conversation, it is worth taking care of comfortable conditions for the conversation. There are no universal tips and recommendations that will suit everyone in this matter, but even minimal knowledge of human psychology suggests that it is worth choosing a time for a conversation when a person is calm, complacent and in no hurry. That is why, when planning a conversation, it is better to start from the characteristics of the person who is about to convey the unpleasant news. The conversation is best conducted face to face; it is necessary to choose a place and time when no one can interfere or disrupt the flow of communication.

How to leave a company gracefully

First of all, it is necessary to keep in mind as a guideline the desire to maintain good relations with superiors and colleagues, who should soon turn from current to former. This will help you sleep soundly when a potential employer wants to test your professional or communication skills by talking to former employers. In addition, it is possible that you will meet some of your current colleagues in the future as a boss or subordinate. In other words, you should never rush to burn bridges.

The conversation about dismissal should be taken very seriously, but without unnecessary nerves

It is always better to talk about such sensitive topics face to face. If you work in an open space, book a meeting room to communicate with your boss so that random people cannot disturb you. There are no ideal recipes or conversation scenarios, since much will depend on your relationship with management, the situation in the team, as well as the factors that caused the dismissal. It is better to voice this reason as sincerely as possible, while trying to maintain delicacy. You shouldn’t categorically tell your boss that your job has become boring, your working conditions are unpleasant, and your salary is low. Find a more tactful way to convey your ideas to the other person. You may have been offered more interesting working conditions (for example, remote work) and a higher paying position. It may happen that your family circumstances have changed, and it has become difficult for you to work in the company’s accepted mode (for example, your spouse has received an offer to move to work in another city or country). Or you simply feel that you have exhausted yourself in the direction in which you have been working all this time, and would like to try something new. The reasons for leaving can be very different, but you definitely need to find a way to talk about them so that you are understood correctly. It is very important to thank your manager, and later your colleagues, for helping you gain an interesting professional experience.

A competent leader will be able to understand your motives and respond adequately to the information received. If you are firm in your intention to leave the company, it is worth thinking through your arguments in advance in the event that, in an attempt to keep you in the company, you are offered a raise in salary or position, an interesting project, or foreign business trips. However, you should not try to manipulate people in order to receive such an offer. The deception may be revealed, and this will not at all strengthen your position in the company.

According to the norms of the Labor Code, it is necessary to notify the employer of the planned departure fourteen days before this event. In some circumstances, it is better to stop being a formalist and talk to management about your intentions in advance, for example, three or four weeks before leaving. This will allow the company to find a replacement for you, take over current affairs and projects from you, and you will earn a reputation as a responsible person who stands up for the success of the common cause.

Video: how to leave gracefully

How to fire a person without becoming his enemy

Every manager will one day have to learn how to fire people. Those who have similar experience will say that there are no two identical dismissals, just as there are no two identical human destinies. There can also be a lot of reasons why a manager may want to part with a specific employee, from the banal “they didn’t get along” to malicious violations. You should always approach dismissal very carefully, because an offended employee, even if he was fired for cause, can go to court and begin to take revenge in other ways, for example, spoiling the company’s reputation among potential partners and clients, on the Internet, in general social circles. Next, we will consider several options for how a manager can part with an employee he does not like as painlessly as possible for both parties.

While doing their work, each person pursues, among other things, certain personal goals and strives for new opportunities. Work may give him a chance to realize his aspirations, or vice versa. The best way to fire a person on a positive wave is to help him understand his goals, as well as the goals and capabilities of the structure in which he works. For example, HR specialists consider one of the most effective ways of non-directive staff reduction to be corporate training on awareness of personal goals simultaneously with a strategic session of company goals. In this way, a person can realize that, frankly, his life interests and aspirations are directed in one direction, and the company for which he works is moving in the opposite direction. The desire to quit in such circumstances will arise naturally. This method of dismissal is applicable when there is no question of how to fire such an objectionable person immediately. Such an employee may also most often be aware of his true desires and needs and perceive his current job as a temporary solution, so the company will do him a good service by giving him a little nudge in the right direction.

It is very important for a company to take a systematic approach to organizing the dismissal process. And here we are talking not only about compliance with all paper and legal formalities, but also about interaction with the dismissed employee. Dismissal must be planned in advance, be prepared to give the person time to come to terms with the upcoming dismissal, and also find a new job that meets personal aspirations and interests. You should not try to get rid of a person at any cost as quickly as possible. Many employers, in an attempt to save time and money, resort to cunning, offering far from the best employee to resign of his own free will, and in return promising brilliant recommendations. Of course, the company will get rid of the unwanted employee, but won’t such an approach do more harm than good? The author of this material observed with his own eyes a situation where a person with excellent recommendations from business partners, who turned out to be completely incompetent, was hired as the head of a group of trading companies. His actions in a short time contributed to the collapse of the team, which had worked together for more than ten years at the time of his arrival, and also brought all the companies in the group below the breakeven point. A repeated, albeit belated, check of his work history through other channels showed that he was far from a brilliant leader, and the recommendations he had been given were deliberately false. Needless to say, the incompetent manager was eventually fired, and the partnership with the recommenders also ended. After such stories, it is not at all surprising to hear that recommendations say nothing about the candidate, and people with even an excellent reputation turn out to be ineffective employees. When dismissing an employee, you need to be honest both towards him and his future employer.

An interesting case of systematic organization of layoffs can be cited from the practice of one large Russian trading company. During the crises of 2008 and 2014, this company was forced to massively lay off its employees, but the company tried to do everything to make the layoffs as painless as possible for people. The company deliberately engaged in employing laid-off workers, not only top management, but also ordinary employees. All layoffs were carried out as planned.

First of all, a detailed analysis was performed on each of the candidates for dismissal. Everything that was known about the person and his life circumstances, plans was studied, and it was predicted how dismissal would affect him. At this stage, the company tried to understand whether it would create unsolvable problems for the employee, because of which he would go into conflict, legal action, and so on. For example, an elderly person supports a sick relative as a dependent. It will be extremely difficult for him to find a job in a short time. There is a high probability that he will refuse to resign himself, and even a layoff according to the law with payment of the required compensation may not suit him. At this stage, those for whom dismissal would be painless were identified, and those who needed special attention, additional compensation and assistance, that is, a risk group.

At the second stage, the company prepared a separate action plan for each of the dismissed employees, taking into account additional measures for the risk group. Someone can be fired without any problems in the general manner, someone needs to be given more time to look for a job, pay a bonus, draw up a recommendation as an intelligent employee and send it to the company’s partners, and so on. The company not only took all these actions, but did it so that the employee knew about them. In addition, the company also had a plan B in case a person falls into a state of conflict, prepares to file a lawsuit, incites others to a class action or strike, tries to steal commercial information, and so on. All possible options had to be worked out together with lawyers. Although such care for employees looks almost fantastic, here we are still not talking about charity, but about stingy commercial calculations and risk planning.

At the third stage, employees were informed about the current situation. Here it was important to choose the right words and create the right environment.

It is dangerous to voice bad news to a large group of people at once, since in a group people feel more confident and if they are particularly dissatisfied, it is easy to induce everyone else to take some action. The ideal option is always to talk to each employee separately, especially those who may create additional difficulties for the company. It often happens that it is impossible to talk with everyone alone (the reason may be, for example, too tight a deadline and a very large team), then the conversation can begin as a group one. Before the entire meeting, a message is announced that such and such events are happening in the company, and then a separate conversation is held with each of the meeting participants, during which special attention is paid to problem employees.

A typical message, which is voiced in front of the entire team, can be structured according to the following scenario. First, you need to describe the difficult situation in which the company found itself due to the crisis (management errors, difficult market situation, and so on), and you don’t need to particularly hide the reasons, but you shouldn’t go into too much detail, especially if the cause was management errors (wrong planning, wrong strategy, etc.). The main idea is that you admit to a difficult situation, but immediately move on to the fact that you have a plan of further action ready for each employee and this plan is such and such. At this stage, it is important not to allow people to go too deep into the search for culprits and options for how the current situation could be avoided. It will be a very useful and powerful step when someone from management apologizes to the meeting for the fact that management's actions either led to such a situation or did not allow it to be avoided. This is especially common in Japanese culture. For example, the head of the world's largest corporation may personally bow at a team meeting to those who are about to be fired, accepting responsibility for the fact that the situation has developed this way. But this does not in any way influence the fact that people should leave the company.

The employer’s task is to mitigate the employee’s dismissal as much as possible.

The first part of the conversation is to prepare people for the fact that they will soon hear bad news. You can use, for example, such phrases and phrases as “we all know that there is now a global crisis”, “our plans have not come true” and “at the last meeting a decision was made... unfortunately, we are not able to change this decision.” In the second part of the conversation, you need to give people the message that what happened is not their fault, but only reflects business realities, and also encourage everyone to think together about what to do next. It is appropriate here to let people know that the company is ready to provide them with emotional and moral support so that the dismissal is as harmless as possible for them. The company can extend the time to find a job, pay compensation, and help draw up legal documents to obtain a deferment on the payment of consumer and mortgage loans. In this part, you need to competently present to people everything that you can do for them. For example, an invited or in-house psychologist can talk with employees who need to relieve stress, the company’s HR service can help employees reconsider their career plans, create an effective resume and find a new job, a lawyer will advise on all issues arising during the dismissal process, and tell how receive unemployment benefits, help you prepare documents to obtain a deferment on loans or to obtain a loan to develop a new business. The third part is an individual conversation with each employee. Based on your understanding of a person’s situation, you can understand how best to present him with information about dismissal. It is necessary to choose such words so that a person understands that he is not thrown out onto the street as unnecessary. It is important to convey to the employee that his dismissal is an inevitable thing caused by the current economic situation, which neither you nor he can influence. It is also important that the person understands that the company will try to do everything possible to get him back on his feet as quickly as possible. A conversation with the person being fired about his plans for life will help you find the right words. One of the options, for example, may be that a person has long wanted to start a business and was actively thinking about it, but could not decide to leave his job.

When dismissing a subordinate, you must remember that your main strategy is to remove him from the scenario of emotional reactions to the scenario of constructive use of the situation. In other words, instead of emotions, resentment, and feelings that he is bad, he was deceived and abandoned, bring a person to a rational level and force him to concentrate on what opportunities he now has, what can be obtained from the current situation. The perception of dismissal as a low assessment of work, failure to achieve goals, or a sudden loss of money is fundamentally different from the perception of the same event as a new stage in life that will allow something to be achieved and achieved, as an opportunity to gain more than will be lost. Therefore, all preparatory actions (analysis, assistance in searching, and so on) are to show that life is not over. American HR specialists formulate this ideally when they jokingly say: “Our company will no longer serve as a barrier to your growth and development.”

Video: how to properly fire employees

Legal procedure for notice of dismissal

The Labor Code does not have specific requirements for the format of a resignation letter, which means that it can be drawn up in any form. However, there are a number of points that are still recommended to be taken into account when drawing up this document in order to avoid disagreements in interpretation and other difficulties. First of all, the resignation letter must be written personally and by hand by the citizen leaving the company. The application must indicate his name, surname, patronymic, as well as his position in the company. This document is addressed to the person in the company who has the authority to make a decision on dismissal (for example, to the general director as a representative of the owner of the company). Particular attention should be paid to correctly indicating the date of dismissal. Experts recommend avoiding the preposition “s” in this case. In other words, instead of the phrase “I ask you to fire me on August 5, 2018,” it is recommended to write “I ask you to fire me on August 5, 2018.”

The application must indicate the exact date of dismissal.

When drawing up an application, it is necessary to take into account the fact that, according to labor law, dismissal is necessarily preceded by compulsory service, the duration of which may vary for various reasons. The most common type of work is fourteen days. As a rule, it is this service that accompanies voluntary dismissal. However, some categories of citizens may exercise the right to reduce the period of service to three days or avoid this duty altogether. Work off includes weekends and holidays, days on vacation and sick leave.

The practice of the author of this material shows that a resigning employee should not worry too much about how to correctly write a resignation letter. The implementation of the dismissal process is the responsibility of the enterprise's personnel service, and, in most cases, employees of this service are directly interested in completing all the necessary formalities in a timely manner and in accordance with the letter of the law. For this reason, HR officers will enthusiastically and readily offer their assistance to an employee leaving the company, provide him with the necessary template on which to draw up a resignation letter, and also give other comments both on the preparation of the application and on the entire procedure as a whole.

Video: form and registration of resignation letter

Procedure for dismissing an employee

The general scheme for dismissing an employee is quite simple. If an employee resigns of his own free will, he must notify the employer in advance (fourteen days in general) of his intention. The day after notifying the employer, the countdown of work days begins, during which the employee must transfer cases and, if possible, complete his projects. On the last working day, a dismissal order is issued, and the employee receives a full financial statement, as well as a work book and other documents.

If we are talking about dismissal at the initiative of the employer, the obligation to promptly notify the resigning employee about the upcoming event falls on the shoulders of the employer. In the future, the course of action is similar to that adopted upon dismissal at the request of the employee. The differences lie only in the timing of notification to the employee and in the execution of the relevant documents, for example, depending on the reason for dismissal, references to various clauses of the relevant laws will be included in the order and in the work book. The reason for dismissal will also determine the procedure for financial settlements with the dismissed person. In particular, if a company is downsizing, the laid-off employees must be notified at least two months before this event, and after dismissal they must receive, among other things, two more monthly salaries as financial compensation.

Video: legal grounds and procedures for terminating an employment contract

Can an employer refuse to dismiss at his own request and what to do if he does not accept the application

Current legislation prohibits an employer from keeping an employee in the workplace against his will; in other words, no employer has the right to refuse this desire to an employee who wishes to leave the company. However, in practice, you can often encounter a situation where the employer in one way or another tries to prevent voluntary dismissal. A variety of means are used, from friendly persuasion and offers of increase in salary and position to blackmail and threats to dismiss the employee under the article if he does not withdraw his application. For some, the opportunity to get more favorable working conditions will be enough reason to stay, but under no circumstances should you give in to threats. Firstly, it is impossible to dismiss an employee under the article if he previously submitted an application of his own free will. Secondly, such behavior on the part of the employer may lead to legal proceedings, from which, with a high degree of probability, the winner will be the employee forced to remain at his old job.

In order to protect yourself from the employer’s dishonesty and to prevent the employer from “accidentally” losing a timely submitted resignation letter, it is recommended that you register this application when submitting it. It's very easy to do. It is enough to submit the application as an official incoming document through the office of the company or through the company secretary. In this case, it is necessary to take care in advance of the presence of a duplicate, on which the office employee must put the date of receipt of the document, as well as its registration number and his signature. If for some reason the employee is unable to submit the application in person, the law allows it to be sent via the postal service by registered mail with notification of delivery personally to the manager or by telegram. In such a situation, the day of filing the application will be considered the day of delivery of the correspondence to the addressee. After the application is received by the employer, the countdown of the required number of days of work begins, after which the employee has every right to appear for a financial statement and work book, and then say goodbye to the organization. If the employer continues to persist in his reluctance to give the employee freedom of action and in the future the matter still comes to lawsuits and proceedings, a duplicate application with the number and date of its registration in the office or a notification of delivery of a registered letter will become confirmation of that fact in court, that the employer was promptly notified by the employee of his desire to leave the company.

During the period of final work in a company that does not want to let an employee go, it is necessary to be as calm and careful as possible, not to succumb to provocations, to observe work discipline and the necessary paper formalities, without creating reasons for quibbles and comments.

Video: does the director have the right to refuse dismissal?

Quitting a job often becomes a turning point in a person's life. Psychologists say that the stress from being fired is comparable to the stress from a divorce. In this situation, the main thing is to maintain a positive perception of reality and be able to find new opportunities for one’s development and growth in the current situation. The employer, like the employee, may also worry about the fairness of his decisions, but a good leader must be able to accept responsibility for his actions, and layoffs are an integral part of running a business, so such a test should help him become better and stronger.

In different situations, the question may arise, how to tell your boss about dismissal? Sometimes this is not particularly difficult if the employee has been working in the company for a short time and his bosses are not keeping him. But it also happens that the relationship with the manager is good, which makes it quite difficult to say about leaving. In this case, it will be especially useful to know how to properly communicate that you are leaving. After all, it is important not only to confront the fact, but also to maintain normal relations. Otherwise, problems with further employment may arise.

No need to hurry

You should think carefully before resigning, because this decision should not be made in a short time. It is worth understanding the reasons why you want to leave. Perhaps it is a conflict with colleagues or an inconvenient schedule. Such troubles can be solved without losing your job.

There have often been situations where people quit and then regretted their decision. Sometimes it’s worth talking to your boss about things you’re not happy with. It is quite possible that they will be able to settle and continue working in the company.

It’s another matter if the decision is balanced and irrevocable. In this case, it is already necessary to think about how to properly notify the boss. In fact, there is nothing difficult about this if you follow certain rules. Therefore, now let’s figure out how to behave, and how, on the contrary, you should not.

Right moment

When considering how to communicate your desire to leave work, the first thing you need to do is choose the right time. Of course, you don't need to wait several weeks or months to talk to your boss about this topic. Let us know within a couple of days from the moment you finally decide to leave of your own free will. If you put it off until later, it will only be more difficult to announce your intention.

To talk, you need to choose a quiet place, preferably a separate room. The manager's office is perfect. This issue should be resolved preferably in the afternoon, when the director is already full and ready to concentrate on business issues. At a minimum, you should not apply before 11 o’clock, because this is when the peak of the working day begins.

Read also The nuances of dismissing a pregnant woman under a fixed-term employment contract

As for the day, as a rule, unpleasant news is most easily perceived on Tuesday and Wednesday. Because there will be an opportunity to think about further actions, perhaps even discuss the situation with colleagues. Therefore, the middle of the week will be the best time, and the least favorable time will be the end of Friday and Monday morning.

When the time is right, you should think about how exactly to communicate your intention. To avoid any trouble when leaving, it is important to choose the right words. You should also control your behavior and under no circumstances make a scandal or speak badly about your boss and the company as a whole. Otherwise, management may help ensure that the dismissal is difficult and the person is not hired for a new job.

How to speak

Let us immediately note that such news should not be announced in a message, because the conversation should be face to face. At a minimum, the boss will want to know the reasons for such a decision and discuss other important points. Even if you think it will be unpleasant to speak in person, you need to overcome yourself.

The speech should be prepared in advance; you can ask your friends what they say in such cases. It is advisable to be honest, but you still need to understand that not all things need to be said. For example, if the company seems unpromising, and the manager is frankly weak, then it is better to remain silent about it. Because it will be extremely unpleasant for an employer to hear something like this, and excessive frankness can worsen the situation.

What phrases can you use:

1. Good afternoon, *name of boss*, can we talk?
2. I recently received an offer for a new job and would like to accept it.
3. I am grateful to you for your cooperation and valuable experience; it was a pleasure to work in your company.
4. However, I am no longer progressing in my current position, so I want to leave for a new position. There I will have more space for career growth.
5. Unfortunately, due to the current situation, I can no longer work for your company. Reason for relocation/family/health.

Of course, this is just an example and it is not necessary to use these phrases. However, this will make it clearer where to start the conversation and how to tell your boss about leaving. He may not be able to perceive this information calmly, so any reaction should be expected. But under no circumstances should you lose your temper and give in to emotions, no matter what happens.

Important! The conversation needs to start directly, immediately informing about its topic. You should not lead to the topic for a long time, talking about abstract issues, because the boss must understand the reason for the dialogue.

Of course, it is always more difficult for a good director to communicate his intention to leave. Because if he has invested a lot of effort and time in a specific employee, then it will be difficult to let go. Therefore, it is necessary not only to know how to tell your boss about dismissal, but also to be able to choose the right words. Be sure to express your gratitude and make it clear that you are pleased with the cooperation. However, now is the time to move on and develop in a different direction.

Some employees experience psychological difficulties when they want to quit. Especially how to tell your boss about it. Here are some tips...

Make sure you are taking the right step; don't do it out of anger or judgment, to prove something to someone, or in hopes of convincing others how much they need you.

If you decide, then bring it to the attention of your boss personally, unless you have absolutely no relationship with your boss. Don't email or leave a note in your manager's inbox. Ask for an audience for a one-on-one conversation.

Be prepared to be asked why. It is better to say everything honestly, unless, of course, you are worried about the prospect that sincerity will burn the remaining bridges. If there is evidence, tell your boss what you are not happy with: the management style, the atmosphere and principles of the company, or the working hours are too long. By saying this, you will serve your boss well. On the other hand, if the boss is a tyrant and doesn’t take criticism well, then use a safe phrase like “I don’t want to miss this great opportunity” or “It wouldn’t hurt to get experience in another area.”

If your boss reacts painfully to your decision, it will affect him, not you. Always remain professional - state that you enjoyed the job but have other plans, and you will ensure a smooth exit. The boss, if he is the right person, should congratulate you and express regret in connection with your departure, or, in addition, ask what could be done to make you want to stay.

You need to give at least two weeks' notice of your decision, unless, of course, you want to completely burn bridges and tarnish your reputation, which may haunt you later.

Evaluate your boss's actions when firing other employees. Were they shown the door right away, or, say, were they shown out ahead of the time they expected? If so, give your boss two weeks' notice, period. If the boss belongs to another category of people who gratefully accepts earlier notice periods and does not terrorize those leaving, draw the appropriate conclusions from this. The bosses will like it.

Ensure a smooth transition to the “after you” period and then quit. For example, leave all necessary documents, contacts, passwords, etc. in the workplace. Don't leave unanswered emails, help your successor get up to speed if you have time, and ensure order in the workplace. Just in case, you can leave a phone number for your successor if he suddenly has questions.

After notifying you of your intention to resign, remain focused, do not be late or leave work early, and demonstrate the same approach to work as before, otherwise you may damage your reputation. As with divorce, how a person leaves will say a lot about him. Conduct yourself with dignity, as paths with former colleagues may cross in the future.

27.11.2014 01:50

Many people ask the question of what is the best way to quit - not just quit, but quit without conflict, gracefully. This question is really very important: correct and smart behavior during the dismissal process is a guarantee that you have created optimal conditions for your future success.

We can talk about some key principles that need to be followed during dismissal. They will be discussed in this article.

The most important rule is never leave in bad conditions! This applies to the employer, colleagues, business partners, and - most importantly - you, as a professional and mature person.

1. Assess the situation

First, make sure that your dismissal is the right decision. Don't leave just to attract the attention of the entire company to your person. Weigh the pros and cons. Think about whether you can improve something in those work aspects that drive you crazy? Can you get another job in the company? Have you talked to your manager, does he know that you are going to leave (if you feel there are good reasons to stay)? Did he have the opportunity to understand your needs?

2. Check the legal aspects

Carefully review all documents you signed while working at your current job. Does it contain a condition to work for a certain period in the company, etc.? You should also evaluate the financial implications of leaving your job, especially if you haven't found another job.

3. Choose the right time

Leave on a high note, not when you feel exhausted. After conducting a full analysis of the situation and making certain conclusions (that it is better to quit), write a statement.

4. Report it personally

Don't be a coward. Make an appointment with your immediate supervisor. Don't tell him you're leaving in an email. You need to tell him about this one on one. Very important: tell your manager about your resignation before anyone else finds out about it. He deserves to be the first to know the news.

5. Submit your resignation letter.

The statement must be written in a formal style, without emotion. This should be a short and polite letter stating your intention to resign on such and such date. Apply early to give yourself enough time to fulfill your obligations to your colleagues.

6. Be prepared to answer the question about the reasons for dismissal

Answer as sincerely, tactfully, and respectfully as possible. This is a good opportunity to give your manager (or anyone else) constructive feedback. Be fair, mention all the factors and justify them. Regardless of the reasons that forced you to quit, be consistent. Be prepared to receive feedback from colleagues and others.

If your company uses an exit interview that aims to identify the “real” reasons for leaving, participate in it. Answer questions intelligently and don't burn bridges by saying something negative.

7. Wait for the manager’s reaction

If your manager is a professional, then he will definitely express regret about your dismissal. If you already have a new job, he will congratulate you. The most important thing is that he must respect your decision.

Explain to him the reasons for your action and promise that in the remaining time you will support him and the team so that they feel your departure as least painfully as possible.

8. Expect your company's reaction

How has your employer responded to employees who have left before? What does management prefer: for people to leave after a certain time or to leave on the same day? In any case, be prepared for the second scenario: clean your computer of unnecessary files, delete personal information, collect personal belongings. Don't take anything that belongs to the company.

If you are a valuable employee in a company, be prepared for the employer to make you a counteroffer in order to keep you. It is worth thinking in advance about the conditions under which you could accept it.

9. Take what you earn

Make sure that all issues related to compensation and wages are settled fairly and that they did not forget to list anything for you.

10. Quit quietly

Make every effort to complete and systematize all matters and complete the remaining work. If time and the situation permit, help train the person who will replace you. Some even leave a phone number so that colleagues, if necessary, can ask for something if they have questions. This kind attitude is often highly valued by the company. Overall, this is one of those episodes that will leave your colleagues with good memories of working with you.

11. Maintain confidentiality

Don't talk about your dismissal until it becomes official. When you quit, don’t tell everyone you know about it right away. Don't bring up your resignation until you've discussed all the details with your manager.

12. Don't be negative

When talking about your departure with your colleagues, focus only on the positive aspects - mainly on how useful it was for you to work in this company. Don't brag about your new job. Be humble and appreciate what the company and colleagues do for you. When you quit, don't say anything bad about your former employer, supervisors, or co-workers.

13. Work hard until the last day and fulfill all obligations.

A person’s attitude towards responsibilities at the dismissal stage is what separates the wheat from the chaff. It is during this period that true professionals emerge. Be loyal as before. Don't act like a temporary worker and avoid engaging in conversations with disgruntled co-workers. Unfortunately, when many people leave unexpectedly, they sometimes forget about all the years they worked hard to build their career at the company they are leaving. In a matter of weeks or days, they damage their past and often future reputations without realizing it. Don't be stupid!

14. Inform your colleagues and business partners about dismissal

After speaking with your supervisor, share the news with other managers and key employees with whom you worked. Thank these people for successfully collaborating with you and helping you build your career.

15. Say goodbye

Before you get off the train, say goodbye to everyone. Express your gratitude to your colleagues, managers and business partners. On the last day of work, you can organize a small table with treats. Your colleagues will remember this. Try to keep in touch with some of them, be sure to exchange contacts with key people. Send a goodbye email to those you can't see in person.

Ask your manager, colleagues or business partners if they are willing to give you recommendations. They can do this by email, phone, or write on professional social networks, such as LinkedIn.

The dismissal style says a lot about a person's character, so you need to behave with dignity in this situation. Today, with so many connected (at least virtually), chances are high that one person knows another person you've worked with. You may also cross paths with many people from your previous job in the future. It is not uncommon for a person to be rehired by a former employer.

Translation: Stepan Dobrodumov

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